The future of work is here. First, advances in technology are changing the way people work and require additional training. Second, employees have different expectations of employers and that is influencing leadership, policies, and the type of work people do. Let’s not forget the decisions regarding remote work, hybrid work, and all in-person work.
So, even if the future has arrived, it continues to take shape, and Human Resources must respond accordingly. Here are the questions they should be asking about the future of work and will be posed by the speakers at the HR and Future of Work online event:
Should You Hire Those without a College Degree?
One of the big debates happening in Human Resources these days is whether to shift toward skills-based hiring. This is when Human Resources recruiters forego requirements for college degrees in favor of skills and experience that can help fill a void. With the ever-rising tuition costs prohibiting most people from accessing a college education and the recognition that academia is not producing graduates with the skills needed in the workforce, HR is aiming to solve for the labor shortage by hiring differently.
Sonia Malik, Global Programme Lead, Education and Workforce Development at IBM, says hiring for skills is essential to remaining relevant and responding to the new expectations of employees. She warns that these hires without traditional credentials, as well as college grads, must continuously learn. This fits well with the latest HR trends because employers providing education and training to employees means they are nurturing them personally and professionally.
What Should Offices Look Like in the Future?
As hybrid work becomes the norm, more people are working remotely at least some of the time. As a result, employers must rethink their offices, which are no longer full all the time. Reconsidering networks and collaboration must influence what the office looks like. It should be laid out and organized in a way that makes sense for teams coming together to brainstorm, socialize, communicate, and meet with others.
Matt C. Kroos, Regional Sales Director of G-P, will discuss how office design can encourage employee engagement and retention in the year ahead. This is an opportunity to give thought to things like the placement of desks, technology that helps people collaborate whether they are remote or in-person, and more.
Do Your Benefits Meet Expectations of the Future?
Younger employees and those stretched thin and seeking more balance and fairness are pushing Human Resources to reconsider tradition. They have different expectations. As a result, HR is reconsidering its benefits portfolio. They are addressing issues like paternity leave, childcare, tuition reimbursement, mental health and wellness, and more. The purpose is to keep employees satisfied to improve retention, create a positive work culture, and enhance employer brand.
Among these topics, Gayatheri Silvakumer, Chief Talent Officer APAC at McCann Worldgroup, will discuss how to address the emerging gig economy by attracting contract or freelance workers. Finding the benefits for the employer in these new trends is an important part of HR’s job at the moment.
Is the Metaverse Putting a Stop to the Backlash on Remote Work?
The Metaverse, plussed with virtual reality, promises to revolutionize remote work. Companies believe this will help remote workers forge stronger bonds with co-workers and better collaborate. Perhaps, most importantly, employers feel the Metaverse could help them keep better tabs on the productivity of remote workers.
Dirk Lueth Co-Founder & Co-CEO of Uplandme, Inc., will walk audience members through the Metaverse and help them understand its importance to the workplace. Recently, many employers announced mandates to force people to return to office. The Metaverse makes everyone question whether that is necessary.
What Is the Meaning of Your Work?
Gen Z puts an emphasis on the purpose of their work. They want to make a difference regardless of the job. They want to feel that they bring value to their employer but also to society. As a result, Human Resources must balance the need for necessities like compensation and benefits with those things that are less obviously tangible like purpose and positivity.
By Francesca Di Meglio
Originally posted on HR Exchange Network